Full details of the selection process are detailed in the attached candidate pack.
Application and shortlisting
You will be asked to provide personal details (not seen by the Panel) and to confirm your eligibility to apply for the role.
Technical: You will be asked a question to confirm that you meet the Technical requirements of the role.
- You have a Full UK Driving Licence and access to a vehicle
- You hold a Red Meat Inspection qualification or equivalent
If you cannot answer yes to these questions you will not be able to proceed further with your application.
You will then be asked to complete an application which will be used to assess you against the following essential criteria.
Essential criteria
Experience
- When have you managed multiple workloads successfully working within tight deadlines?
- Tell us about a time when you had to use your communication skills to influence a different outcome?
- How have you used Microsoft Office or equivalent in your work, study or other tasks?
When submitting you personal statement, you are encouraged to use the full 750 words available to the best of your ability, as this will help the panel to determine your suitability to be taken through for interview.
Interview
If successful at shortlisting stage, you will be invited to a final interview in which we will assess you against the following Experience criteria:
Experience
- Experience of working under pressure and remaining calm in stressful situations
- Self-motivated and able to work with minimum supervision as part of a team
- Experience of building effective working relationships with colleagues and stakeholders
- Experience of being thorough and paying attention to detail
Strengths
We will also assess you against a number of Civil Service Strengths these are not disclosed prior to interview.
Use of Artificial Intelligence (AI)
Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.
Expected Timeline
Advert closes: 07/06/26
Sift: Expected to take place w/c 08/06/26
Final panel interview: Expected to take place w/c 22/06/26
Interviews will be held remotely via MS Teams. (If you do not have the Microsoft Teams application installed on your computer, you can join on the web without installing the application).
Successful candidates will have 4 weeks to complete the pre-employment checking process, between 29/06/26 and 24/07/26. It is the candidates responsibility to ensure that they are forthcoming in providing their right to work documentation and completing any pre-employment actions. In the event that the successful candidate(s) checks have not cleared by 24/07/26, those affected will be placed on the reserve list and will be considered for any future vacancies over the next 12 months.
The induction is scheduled to take place on 24/08/26. If the successful candidates are unable to commence their employment with the FSA on this date they will be placed on the reserve list and will be considered for any future vacancies over the next 12 months.
Please note that indicated dates may be subject to change.
The FSA is dedicated to a policy of equal opportunity for all.
Being truly reflective of our society and building a culture where everyone can perform at their best is critical to the work of the FSA. We are looking to recruit from the widest possible talent pool and encourage candidates to apply from a diverse range of backgrounds. We are proud to be an inclusive, equal opportunities employer and are committed to ensuring that all candidates are treated fairly throughout the recruitment and selection process and beyond. All appointments are made on merit.
Please be assured that diversity or socioeconomic information requested during the course of your application plays absolutely no part in our selection processes and is not seen by anyone assessing applications. Any information provided is anonymised and used for statistical purposes only.
We actively review the deployment of talent on a periodic basis in the interests of optimising personal development and the achievement of business plans.
Childcare Vouchers
Any move to the Food Standards Agency from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare.
Determine your eligibility at https://www.childcarechoices.gov.uk
Reserve List
A reserve list will be held for a period of up to 12 months from which further appointment may be made.
Visa Sponsorship
Please note that the FSA does not hold a licence to sponsor any visa applications. When candidates are invited for interview they will be asked to provide right to work documentation in advance before an offer of employment is made.
Occupational Health Referral
Please note that as part of the pre-employment checking process, all candidates that are offered a position must undergo an Occupational Health referral to ensure they are fit to carry out the responsibilities of the role. Candidates are advised to be truthful when answering all questions as part of this process, as to not do so may impact your offer of employment.
